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«Frequently Asked Questions 2| Page This document is designed to be a reference for all applicants and potentially interested ...»

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Via Carlo Magno, 1/A I-43126 PARMA The complaint must be lodged within three months. The time limit for initiating this type of procedure (see SR as modified by Council Regulation No 723/2004 of 22 March – http://eur-lex.europa.eu/) starts running from the time the candidate is notified of the act adversely affecting him/her.

 submit a judicial appeal under Article 270 of the TFEU and Article 91 of the SR

to the:

European Union Civil Service Tribunal Boulevard Konrad Adenauer Luxembourg 2925

LUXEMBOURG

13 | P a g e For details of how to submit an appeal, please consult the website of the European Union Civil Service Tribunal: http://curia.europa.eu/jcms/jcms/Jo1_6308/.

The time limits for initiating this procedure (see SR as amended by Council Regulation (EC) No 723/2004 of 22 March 2004, published in Official Journal of the European Union L 124 of 27 April 2004 — http://eur-lex.europa.eu) start to run from the time you become aware of the act allegedly prejudicing your interests.

 make a complaint to the European Ombudsman:

European Ombudsman 1 avenue du Président Robert Schuman CS 30403 67001 Strasbourg Cedex

FRANCE

http://www.ombudsman.europa.eu Please note that complaints made to the Ombudsman have no suspensive effect on the period laid down in Articles 90(2) and 91 of the SR for lodging complaints or for submitting appeals to the Civil Service Tribunal under Article 236 of the Treaty establishing the European Community. Please note also that, under Article 2(4) of the general conditions governing the performance of the Ombudsman's duties, any complaint lodged with the Ombudsman must be preceded by the appropriate administrative approaches to the institutions and bodies concerned.

–  –  –

What is a Temporary Agent?

Information concerning temporary staff within the meaning of Article 2 of the CEOS

can be found on the website of the European Commission at:

http://ec.europa.eu/civil_service/job/temp/index_en.htm Temporary Agent contracts are generally offered for five years with the possibility of renewal for another definite period. Any further renewal would be for an indefinite period.

Temporary Agent posts are classified according to the nature and importance of the

duties in:

• Administrators' function group (AD): comprises twelve grades from AD 5 to AD 16 corresponding to technical, administrative, advisory, linguistic and scientific duties;

• Assistants' function group (AST): comprises eleven grades from AST 1 to AST 11 corresponding to administrative, technical and clerical duties.

What is a Contract Agent?

Information concerning contract agents as contract staff members under the provisions of title IV, Article 80 of the CEOS can be found on the website of the

European Commission's Directorate General of Personnel and Administration at:

http://ec.europa.eu/civil_service/job/contract/index_en.htm Contract Agent positions are classified in four function groups corresponding to the

duties and responsibilities involved:

• Function group IV: comprises six grades corresponding to administrative, advisory, linguistic and equivalent technical tasks;

• Function group III: comprises five grades corresponding to administrative tasks, drafting, accountancy and other equivalent technical tasks;

• Function group II: comprises four grades corresponding to clerical and secretarial tasks, office management and other equivalent tasks;

• Function group I: comprises three grades corresponding to manual and administrative support service tasks.

Contract Agent contracts are generally offered for five years with the possibility of renewal for another definite period. Any further renewal would be for an indefinite period.

–  –  –

What benefits does EFSA offer?

In addition to the basic salary, EFSA staff may receive various benefits depending on their personal circumstances.

The benefits package contains family allowances for spouse and dependent children, worldwide medical insurance cover for staff member and dependents, accident insurance for staff member, flexible working hours, parental and family leave, finalsalary pension scheme, work-life balance policy and well-being initiatives, access to the European school for parents who wish their children to benefit from an education at European level near their working environment.

The final salary is calculated by adding the relevant allowances and by deducting social security contributions (health and accident insurance, pension rights, unemployment) and other taxes.

Salaries and allowances paid by EFSA staff are exempt from any national taxation in all EU Member States, but are subject to a European tax (deducted at source) for the benefit of the European Communities.

The main benefits, deductions and contributions can be consulted in the SR and CEOS.

–  –  –

Wellbeing is a dynamic state in which the individual is able to develop their potential, work productively and creatively, build strong and positive relationships with others and contribute to their community.





How is EFSA taking care of employees’ wellbeing?

Staff wellbeing is an increasingly relevant and important consideration in a modern workplace.

Wellbeing at its simplest level is about personal happiness – feeling good and leading a balanced and healthy lifestyle. This means not allowing work to undermine the basic purposes and needs in our lives and by extension those of our families and loved ones.

In this respect wellbeing is a hugely significant aspect of our work and careers.

Wellbeing is a key area of engagement for EFSA. In particular, we promote and encourage a culture oriented to healthier lifestyles, boosting your overall mental and physical wellbeing. In this context, we bring together a comprehensive range of resources on health and wellbeing in the workplace, highlighting their relevance to our employees.

What about life-work balance at EFSA?

EFSA enables staff members to reconcile family and professional life by offering flexible work arrangements, part-time work and parental leave.

EFSA staff members are entitled to annual leave as well as EFSA holidays. On top of this entitlement, additional leave days are granted for age and distance from the place of origin. Special leave is granted for certain circumstances such as marriage, birth or adoption of a child, death of a close relative etc.

The Scuola per l’Europa located in Parma was set for all parents who wish their children to benefit from an education at European level near their working environment. The Scuola per L’Europa in Parma covers from nursery to baccalaureate.

–  –  –

EFSA makes every effort to develop the competences of its staff in order to actively and significantly contribute to the achievement of EFSA’s goals as well as to enhance their career prospects.

Are there any training and development opportunities at EFSA?

To provide EFSA staff and experts with an exceptional learning offer and experience, a centre of knowledge for Risk Assessment through the EFSA Academy was created, where knowledge and experiences can be shared.

In order to develop employees’ professional skills and performance and to better contribute to EFSA’s mission, learning and development at EFSA includes the full development spectrum from formal to informal learning of both general and technical

nature:

 Instructor-led face-to-face training through EFSA’s procured training providers;

• Web-based training;

• Group learning via communities of practice;

• Self-managed learning via e-learning, reading and further education;

• On the job learning such as demonstration and observation, coaching and mentoring;

• Role change, secondments, transfers, exchange with universities and attendance to conferences.

Is there a career and performance appraisal system at EFSA?

Temporary, Contract Agents and Seconded National Experts at EFSA are subject to an annual performance appraisal system called ‘Performance Dialogue’.

The Performance Dialogue is a key moment of the year where line managers and staff build new opportunities for professional growth together and set priorities of the year through an open and constructive dialogue. The Performance Dialogue is a moment of sound reflection and exchange between both actors.

In general terms, the purpose of the Performance Dialogue is to bring alignment and consistency between EFSA’s long, medium and short-term objectives and the motivations and aspirations of staff members – if staff members are continuously developing their skills and abilities, so is EFSA.

Linked to the performance appraisal dialogue is a merit-based promotion policy applied on an annual basis.

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What is a Seconded National Expert (SNE)?

Seconded National Experts are seconded to EFSA while remaining in the service of their national employer. Secondment is not equivalent to employment at EFSA, nor does it lead to employment by the Authority.

SNEs receive from the Authority a daily subsistence allowance per calendar day as well as a monthly travel allowance for the duration of their secondment. Candidates for an SNE post must be supported by their national authorities or governments.

The duration of a secondment to EFSA is limited to a maximum of four years. The place of secondment is Parma.

For further information on this please click here.

Any further enquiries on this subject should be sent to the e-mail address:

SNE@efsa.europa.eu What is a National Expert in Professional Training (NEPT)?

National experts in professional training are staff from the public administrations of EU Member States or, depending on the places available, of countries with which the Council has decided to open accession negotiations and which have concluded a specific agreement with EFSA on staff secondments, or from public intergovernmental organisations (‘IGOs’ such as the United Nations) or from EFTA Member States (Norway, Switzerland, Iceland and Liechtenstein).

The purpose of such in-service professional traineeship is:

To give NEPT experience of the European working methods and European Food • Safety Risk Assessment;

To enable NEPT to develop experience and understanding of the day-to-day work • of EFSA;

To enhance and harmonise the knowledge of EFSA’s Risk Assessment in the • Member states;

To strengthen the scientific cooperation between EFSA and its partners.

• The in-service professional traineeship shall last up to 5 months maximum and shall take place under the supervision of a ‘Tutor’. The NEPT shall be posted in one of the three scientific Directorates according to the areas indicated in the expression of interest form.

For further information on this please click here.

Any further enquiries on this subject should be sent to the e-mail address:

NEPTs@efsa.europa.eu

–  –  –

EFSA has launched a traineeships call in order to create a database of eligible (eligibility criteria defined on the ‘Decision on the traineeship and short-term study visit schemes at EFSA‘) candidates. The database will be used by the Authority in order to select the trainee applications which better suit EFSA’s needs. Traineeships shall start either on the 1st May or on the 1st October of each year.

Trainees receive a monthly grant of €1,071.19.

For further information on this please click here.

Any further enquiries on this subject should be sent to the e-mail address:

Traineeships@efsa.europa.eu What is a Short-term Study Visitor?

A short-term study visit gives the opportunity to students (as part of a compulsory training or to complete a concrete project) and young university graduates to experience a EU working environment.

EFSA has launched a permanent study visits call in order to create a database of eligible (eligibility criteria defined on the ‘Decision on the traineeship and short-term study visit schemes at EFSA’) candidates. The database will be used by the Authority in order to select the study visitor applications which better suit EFSA’s needs.

The short-term study visit is an unpaid programme.

For further information on this please click here.

Any further enquiries on this subject should be sent to the e-mail address:

Study-visit@efsa.europa.eu *** The Staff Regulations for Officials and the Conditions of Employment of Other Servants of the European Union have been amended by a proposal of the European Commission and published as Regulation (EU, EURATOM) No. 1023/13 in the Official Journal J No. L 287, 29.10.2013.

The amended Staff Regulations will impact the conditions of employment and the careers of officials and other servants. Selected candidates may receive a job offer based on the new provisions of the Staff Regulations without prejudice to other consequences of a legal or financial nature.

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